1
RECRUITMENT / SELECTION PROCESS
1. REGULAR SELECTION BY INHOUSE
2. OUTSOURCE
3. HEAD HUNTING
AS part of the recruiting/selection procedures, for certain
positions--which are difficult to fill in, you can adopt
the following
-for tech. positions, you can outsource.
-for very senior position, you can use head hunters.
------------------------------------------------------------------------------------------------------------------------------------
PROCEDURAL ELEMENTS FOR ALL POSITIONS
---------------------------------------------!------------!-------------------------!-----------------!----------!---------------
PREPARING JOB ANALYSES
PREPARING JOB DESC procedural element for all positions
----------------------------------------------------------------------------------------------------------------------------------------
PREPARING JOB SPECS procedural element for all positions
----------------------------------------------------------------------------------------------------------------------------------------
DECIDING TERMS AND procedural element for all positions
CONDITIONS OF EMPLO
----------------------------------------------------------------------------------------------------------------------------------------
ADVERTISING procedural element for all positions
[COPY/MEDIA PLAN] except for senior positions [ head hunting]
---------------------------------------------------------------------------------------------------------------------------------------
INTERNAL APPLICANT procedural element for all positions
EXTERNAL APPLICANT except for tech [ outsourcing ]
ONLINE APPLICANT and senior positions [ head hunting]
--------------------------------------------------------------------------------------------------------------------------------------
SIFTING APPLIC procedural element for all positions
-------------------------------------------------------------------------------------------------------------------------------------
PERSONAL INTERVIEW
-INDIVIDUAL PER TO PER procedural element for all positions
----------------------------------------------------------------------------------------------------------
-PANEL INTERVIEW only for tech. positions
-------------------------------------------------------------------------------------------------------
-SELECTION BOARD only for senior positions
--------------------------------------------------------------------------------------------------------------------------------------
TESTING [ BEHAVIORAL]
-PSYCHOLOGICAL procedural element for all positions except senior position
-PERSONALITY procedural element for all positions except senior position
-ABILITY procedural element for all positions except senior position
-APTITUDE procedural element for all positions except senior position
-PSYCHOMETRIC procedural element for all positions
------------------------------------------------------------------------------------------------------------------------------------
TESTING [ TECHNICAL ] only for tech. positions
------------------------------------------------------------------------------------------------------------------------------------
ASSESSMENT CENTRE only for senior positions
-POTENTIAL
-----------------------------------------------------------------------------------------------------------------------------------
OBTAINING REFERENCE procedural element for all positions
----------------------------------------------------------------------------------------------------------------------------------
CHECKING REFERENCE procedural element for all positions
MAKING DECISION procedural element for all positions
OFFERING EMPLOYMENT procedural element for all positions
PREPARING EMPLOY procedural element for all positions
LETTER
-----------------------------------------------------------------------------------------------------------------------------------
NOW YOU CAN EASILY PREPARE , THE RECRUITMENT/ SELECTION PROCEDURES
USING THE ABOVE CHART.
WHEREVER, YOU / COMPANY FEEL CERTAIN CHANGES, YOU CAN EASILY DO IT.
IT IS A VERY FLEXIBLE CHART.
REGARDS
LEO LINGHAM
From India, Mumbai
1. REGULAR SELECTION BY INHOUSE
2. OUTSOURCE
3. HEAD HUNTING
AS part of the recruiting/selection procedures, for certain
positions--which are difficult to fill in, you can adopt
the following
-for tech. positions, you can outsource.
-for very senior position, you can use head hunters.
------------------------------------------------------------------------------------------------------------------------------------
PROCEDURAL ELEMENTS FOR ALL POSITIONS
---------------------------------------------!------------!-------------------------!-----------------!----------!---------------
PREPARING JOB ANALYSES
PREPARING JOB DESC procedural element for all positions
----------------------------------------------------------------------------------------------------------------------------------------
PREPARING JOB SPECS procedural element for all positions
----------------------------------------------------------------------------------------------------------------------------------------
DECIDING TERMS AND procedural element for all positions
CONDITIONS OF EMPLO
----------------------------------------------------------------------------------------------------------------------------------------
ADVERTISING procedural element for all positions
[COPY/MEDIA PLAN] except for senior positions [ head hunting]
---------------------------------------------------------------------------------------------------------------------------------------
INTERNAL APPLICANT procedural element for all positions
EXTERNAL APPLICANT except for tech [ outsourcing ]
ONLINE APPLICANT and senior positions [ head hunting]
--------------------------------------------------------------------------------------------------------------------------------------
SIFTING APPLIC procedural element for all positions
-------------------------------------------------------------------------------------------------------------------------------------
PERSONAL INTERVIEW
-INDIVIDUAL PER TO PER procedural element for all positions
----------------------------------------------------------------------------------------------------------
-PANEL INTERVIEW only for tech. positions
-------------------------------------------------------------------------------------------------------
-SELECTION BOARD only for senior positions
--------------------------------------------------------------------------------------------------------------------------------------
TESTING [ BEHAVIORAL]
-PSYCHOLOGICAL procedural element for all positions except senior position
-PERSONALITY procedural element for all positions except senior position
-ABILITY procedural element for all positions except senior position
-APTITUDE procedural element for all positions except senior position
-PSYCHOMETRIC procedural element for all positions
------------------------------------------------------------------------------------------------------------------------------------
TESTING [ TECHNICAL ] only for tech. positions
------------------------------------------------------------------------------------------------------------------------------------
ASSESSMENT CENTRE only for senior positions
-POTENTIAL
-----------------------------------------------------------------------------------------------------------------------------------
OBTAINING REFERENCE procedural element for all positions
----------------------------------------------------------------------------------------------------------------------------------
CHECKING REFERENCE procedural element for all positions
MAKING DECISION procedural element for all positions
OFFERING EMPLOYMENT procedural element for all positions
PREPARING EMPLOY procedural element for all positions
LETTER
-----------------------------------------------------------------------------------------------------------------------------------
NOW YOU CAN EASILY PREPARE , THE RECRUITMENT/ SELECTION PROCEDURES
USING THE ABOVE CHART.
WHEREVER, YOU / COMPANY FEEL CERTAIN CHANGES, YOU CAN EASILY DO IT.
IT IS A VERY FLEXIBLE CHART.
REGARDS
LEO LINGHAM
From India, Mumbai
hi madam
this is sandesh iam from banglore iam mba student iam in 4th
sem doing final project in bajajallianz . my title is recruitment & employee selection process i want to know the information relating to this topic any articles , report etc.. .bcoz this is my first project i,e to prepare the report iwant to know the contents of the report to be put in professionally & as my title is recruitment & employee selection process what are the contents can i put in this report
can u please mail the information to my mail address i,e:
my phone no is 9986262150
thanking you
sandesh
this is sandesh iam from banglore iam mba student iam in 4th
sem doing final project in bajajallianz . my title is recruitment & employee selection process i want to know the information relating to this topic any articles , report etc.. .bcoz this is my first project i,e to prepare the report iwant to know the contents of the report to be put in professionally & as my title is recruitment & employee selection process what are the contents can i put in this report
can u please mail the information to my mail address i,e:
my phone no is 9986262150
thanking you
sandesh
AN OVERVIEW OF THE PROCESS
1.PREPARATION AND COMPLETION OF RECRUITMENT
DOCUMENTATION.
-the line manager with vacancy prepares the requistion form.
-the line manager prepares the job description/ job speciifcation
and gives it HR, WHO FINE TUNE THE DATA.
-the line manager also prepares the grading of the position.
------------------------------------------------------------------------------------------
2.ACKNOWLEDGEMENT WITH PROPOSED TIMESCALES.
-the line manager / HR prepares the proposed timescales.
-----------------------------------------------------------------------------------------
3.DEVELOPMENT / SUBMISSION OF ELECTRONIC JOB DESCRIPTION
AND PERSON SPECIFICATION.
-the line manager approves the job description/specifications.
-the HR COMPLETES THE SUPPLEMENTARY INFORMATION
REQUIRED.
------------------------------------------------------------------------------------
4.ADVERTISEMENT
-the HR PREPARES THE ADVERTISEMENT AND PLACES THE ADs.
-----------------------------------------------------------------------------------
5.RESPONSE HANDLING
-HR sends out the interview packs to the listed candidates.
----------------------------------------------------------------------------------------
6.SHORTLISTING
-THE HR CONDUCTS ONLINE/ TELEPHONE INTERVIEWS
AND MAKES A SHORT LIST.
------------------------------------------------------------------------------------
7.ARRANGEMENT OF INTERVIEW.
-HR sends out the invitations to the SHORT LISTED persons.
-the interviewing panel receives the interviewing packs.
------------------------------------------------------------------------------------
8.INTERVIEW
-the panel members individually fill the assessment forms.
-the HR completes the interview outcome.
-this is reviewed by HR AND THE LINE MANAGER
FINALISE THE APPOINMENT.
--------------------------------------------------------------------------------
9.POST INTERVIEW
-HR sends out letters to the unsuccessful candidates.
-HR CHECKS REFERENCES.
-HR SENDS OUT OFFER LETTERS TO SUCCESSFUL CANDIDATES.
-THE LINE MANAGERS / AGREE TO THE START DATE
AND INDUCTION PROGRAMME.
--------------------------------------------------------------------------------
10.PERSONAL FILE CREATION
-HR CREATES ''PERSONAL FILE ''.
---------------------------------------------------------------------------------
11.HANDOVER TO HR / ADMINISTRATION
-THE LINE MANAGER HANDS OVER THE RESPONSIBILITY
FOR PAYROLL ADMIN AND INDUCTION TO HR.
-HR PREPARES WELCOME PACK / EMPLOYEE MANUAL.
------------------------------------------------------------------------------------------
12. ARCHIVING OF APPOINTMENT FILES.
-HR ARCHIVES SELECTED CANDIDATES FILE.
-HR DESTROYS UNSUCCESSFUL CANDIDATES FILES
AFTER 6 MONTHS.
THIS IS A BROAD APPROACH.
THIS WILL VARY WITH COMPANIES AND REQUIREMENTS
SITUATIONS.
REGARDS
LEO LINGHAM
From India, Mumbai
1.PREPARATION AND COMPLETION OF RECRUITMENT
DOCUMENTATION.
-the line manager with vacancy prepares the requistion form.
-the line manager prepares the job description/ job speciifcation
and gives it HR, WHO FINE TUNE THE DATA.
-the line manager also prepares the grading of the position.
------------------------------------------------------------------------------------------
2.ACKNOWLEDGEMENT WITH PROPOSED TIMESCALES.
-the line manager / HR prepares the proposed timescales.
-----------------------------------------------------------------------------------------
3.DEVELOPMENT / SUBMISSION OF ELECTRONIC JOB DESCRIPTION
AND PERSON SPECIFICATION.
-the line manager approves the job description/specifications.
-the HR COMPLETES THE SUPPLEMENTARY INFORMATION
REQUIRED.
------------------------------------------------------------------------------------
4.ADVERTISEMENT
-the HR PREPARES THE ADVERTISEMENT AND PLACES THE ADs.
-----------------------------------------------------------------------------------
5.RESPONSE HANDLING
-HR sends out the interview packs to the listed candidates.
----------------------------------------------------------------------------------------
6.SHORTLISTING
-THE HR CONDUCTS ONLINE/ TELEPHONE INTERVIEWS
AND MAKES A SHORT LIST.
------------------------------------------------------------------------------------
7.ARRANGEMENT OF INTERVIEW.
-HR sends out the invitations to the SHORT LISTED persons.
-the interviewing panel receives the interviewing packs.
------------------------------------------------------------------------------------
8.INTERVIEW
-the panel members individually fill the assessment forms.
-the HR completes the interview outcome.
-this is reviewed by HR AND THE LINE MANAGER
FINALISE THE APPOINMENT.
--------------------------------------------------------------------------------
9.POST INTERVIEW
-HR sends out letters to the unsuccessful candidates.
-HR CHECKS REFERENCES.
-HR SENDS OUT OFFER LETTERS TO SUCCESSFUL CANDIDATES.
-THE LINE MANAGERS / AGREE TO THE START DATE
AND INDUCTION PROGRAMME.
--------------------------------------------------------------------------------
10.PERSONAL FILE CREATION
-HR CREATES ''PERSONAL FILE ''.
---------------------------------------------------------------------------------
11.HANDOVER TO HR / ADMINISTRATION
-THE LINE MANAGER HANDS OVER THE RESPONSIBILITY
FOR PAYROLL ADMIN AND INDUCTION TO HR.
-HR PREPARES WELCOME PACK / EMPLOYEE MANUAL.
------------------------------------------------------------------------------------------
12. ARCHIVING OF APPOINTMENT FILES.
-HR ARCHIVES SELECTED CANDIDATES FILE.
-HR DESTROYS UNSUCCESSFUL CANDIDATES FILES
AFTER 6 MONTHS.
THIS IS A BROAD APPROACH.
THIS WILL VARY WITH COMPANIES AND REQUIREMENTS
SITUATIONS.
REGARDS
LEO LINGHAM
From India, Mumbai
Psychometric Testing
Psychometric testing provides an objective summary of an individual's abilities, behavioural style and cultural fit and is an excellent predictor of performance.
---------------------------------------------------------------------------------
Benefits to Clients
Provides a candidate’s psychological profile matched precisely to the job vacancy.
----------------------------------------------------------------------------------
Provides unique information, not available from other sources, to assist with the decision. Reports must be interpreted by qualified and Registered Psychologists.
---------------------------------------------------------------------------------
Matched to Job Profile
All Psychological Testing and Profiling must be matched to the specific job profile inclusive of critical interpersonal and skill based competencies as set out in the related KPIs. This will include the selection of the correct level of ability testing ranging from general, clerical, graduate through to executive critical reasoning level. An appropriate test battery should be tailored to meet specialist roles ranging from sales and customer service roles through to graduate, technical, clerical, middle management and executive roles.
--------------------------------------------------------------------------------------------
Uses for Psychometric testing
Recruitment and candidate selection
Internal promotions
Development programmes
Team building
Management and leadership training
Outplacement
Re-deployment programmes
Organisational development and
Training programmes.
------------------------------------------------------------------------------
Why use Psychometric Testing Services?
Ensures optimal candidate selection and reduced conflict in your organisation.
Delivers a credible, unbiased basis for decision making on all personnel issues.
Long term savings and increases in productivity, effectiveness and team compatibility.
----------------------------------------------------------------------------------
Who would you test?
Everyone in your organisation could be tested for various reasons and at differing levels of cost, complexity and report detail.
Staff
Office administration
Sales & marketing
Customer service
Banking
Finance & accounting
Secretarial & clerical
Call centre operators
Retail sales
Helpdesk operators
Logistics & distribution
Warehousing & inventory
Team leaders
Human resources
Management
Middle management
Supervisors & department managers
Senior executives
Operational
Technical
Engineering
regards
LEO LINGHAM
From India, Mumbai
Psychometric testing provides an objective summary of an individual's abilities, behavioural style and cultural fit and is an excellent predictor of performance.
---------------------------------------------------------------------------------
Benefits to Clients
Provides a candidate’s psychological profile matched precisely to the job vacancy.
----------------------------------------------------------------------------------
Provides unique information, not available from other sources, to assist with the decision. Reports must be interpreted by qualified and Registered Psychologists.
---------------------------------------------------------------------------------
Matched to Job Profile
All Psychological Testing and Profiling must be matched to the specific job profile inclusive of critical interpersonal and skill based competencies as set out in the related KPIs. This will include the selection of the correct level of ability testing ranging from general, clerical, graduate through to executive critical reasoning level. An appropriate test battery should be tailored to meet specialist roles ranging from sales and customer service roles through to graduate, technical, clerical, middle management and executive roles.
--------------------------------------------------------------------------------------------
Uses for Psychometric testing
Recruitment and candidate selection
Internal promotions
Development programmes
Team building
Management and leadership training
Outplacement
Re-deployment programmes
Organisational development and
Training programmes.
------------------------------------------------------------------------------
Why use Psychometric Testing Services?
Ensures optimal candidate selection and reduced conflict in your organisation.
Delivers a credible, unbiased basis for decision making on all personnel issues.
Long term savings and increases in productivity, effectiveness and team compatibility.
----------------------------------------------------------------------------------
Who would you test?
Everyone in your organisation could be tested for various reasons and at differing levels of cost, complexity and report detail.
Staff
Office administration
Sales & marketing
Customer service
Banking
Finance & accounting
Secretarial & clerical
Call centre operators
Retail sales
Helpdesk operators
Logistics & distribution
Warehousing & inventory
Team leaders
Human resources
Management
Middle management
Supervisors & department managers
Senior executives
Operational
Technical
Engineering
regards
LEO LINGHAM
From India, Mumbai
Hi,
The recruitment and selection is the major function of the human resource department in any firm. A general recruitment process is as follows:
1.Identifying vacancy
2.job description and person specification (every firm or organisation may sometimes specifically mention that they require a person with (Maths backgroud or B.Tech graduate or whose between 25-30 age or technical background etc.)
3.Advertising the vacancy
4.Managing the response
5.Short-listing
6.Arrange interviews
7.Conducting interview and decision making.
Hope this helps you.
From India, Chennai
The recruitment and selection is the major function of the human resource department in any firm. A general recruitment process is as follows:
1.Identifying vacancy
2.job description and person specification (every firm or organisation may sometimes specifically mention that they require a person with (Maths backgroud or B.Tech graduate or whose between 25-30 age or technical background etc.)
3.Advertising the vacancy
4.Managing the response
5.Short-listing
6.Arrange interviews
7.Conducting interview and decision making.
Hope this helps you.
From India, Chennai
hi, we are (secureplus) deal in various security solution products. as far as business concern we are very much satisfy but we facing efficient & enthusiastic manpower. so what type of sources we chose or what type of strategies we can made. please guide us.
THANKING YOU
SECUREPLUS
From India, Mumbai
THANKING YOU
SECUREPLUS
From India, Mumbai
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